Saint-Gobain - Norwood, MA
posted 5 months ago
About the position
The HR Manager plays a crucial role in maintaining and enhancing the organization's human resources by planning, implementing, and evaluating employee relations, policies, programs, and practices. This position requires active listening and responding to employee concerns, as well as some travel for various conferences and training seminars. The HR Manager must engage in active learning to understand the nuances and implications of information received, which is essential for effective problem-solving and decision-making. The role also involves assisting the management team in maintaining an issue-free work environment and ensuring effective time management. In a union plant workforce of 100 to 140 employees, which includes hourly-paid crafts employees, skilled and semi-skilled machine operators, laborers, professional, clerical, and salaried supervisory personnel, the HR Manager will handle day-to-day human resource responsibilities. This includes directing recruiting and interviewing activities for both hourly-paid maintenance and production candidates, as well as salaried candidates, to adequately staff the plant according to its needs. The HR Manager will ensure compliance with the Corporate Internal Control Reference Framework (ICRF) in the control areas of HR Policy and Organization. The HR Manager will participate in developing department goals, objectives, and systems, including effective performance management. They will oversee the administration of the benefits program and manage the new hire orientation process. Additionally, the HR Manager will ensure that the Training Specialist designs training plans to enhance employee skills through needs analysis and a formalized succession format, focusing on developing and maintaining a competent, professional workforce for the future of Norwood's plant. This position will also involve coaching and counseling plant managers, management teams, and employees on employee relations issues. The HR Manager will be responsible for investigating and resolving employee relations problems, anticipating issues whenever possible, and developing, recommending, and initiating appropriate steps for resolution. They will consult with the Regional HR Manager and legal counsel as necessary. Internal contacts will include supervisory personnel throughout the plant and Corporate Human Resources personnel, while external contacts may involve recruiting sources, state and federal agency representatives, insurance carriers, and community service agencies. The HR Manager will conduct exit interviews, analyze data, and make recommendations to the management team for corrective action and continuous improvement.
Responsibilities
- Maintain and enhance the organization's human resources by planning, implementing, and evaluating employee relations, policies, programs, and practices.
- Direct recruiting and interviewing activities for hourly-paid maintenance and production candidates and salaried candidates.
- Ensure compliance with Corporate Internal Control Reference Framework (ICRF) in HR Policy and Organization.
- Participate in developing department goals, objectives, and systems, including Effective Performance Management.
- Oversee the administration of benefits program and manage the new hire orientation process.
- Ensure training plans are designed to enhance employee skills using needs analysis and formalized succession format.
- Coach and counsel plant managers, management teams, and employees on employee relations issues.
- Investigate and resolve employee relations problems, anticipating issues and developing appropriate steps for resolution.
- Conduct exit interviews, analyze data, and make recommendations for corrective action and continuous improvement.
Requirements
- 4-year Degree in Human Resources or related field
- Experience with union labor relations in a union environment
- SHRM/PHR certification preferred
- Knowledge of HR Systems and databases
- Demonstrable experience with Human Resource metrics
- In-depth knowledge of labor law and best practices
- Familiarity with MS Office applications (Word, Excel, Outlook, PowerPoint)
- Excellent written and verbal communication skills
- Strong presentation skills.
